“PDS is a discriminatory system and particularly so for staff from minority, disadvantaged and under represented groups.
Year on year since its inception markings have evidenced that disabled staff are unfairly treated and it is acknowledged by Management and PCS that there is an over representation of disabled staff in lower box markings and an under representation in Top and Higher box markings.
Management identify this each year when they produce their Headline DWP Figures (below).
Equality for All
Each equality analysis of PDS Performance Level results shows that ethnic minority, disabled, female and part time employees receive proportionately fewer Top or Higher performance levels than ethnic majority, non disabled, male and full time employees.
Management recognise the problem but do nothing to rectify it.
What policies and procedures are in place to redress the imbalance and get more disabled staff into top and higher markings and out of lower box markings?….NONE
Request Achievable objectives
If you have a disability that you feel puts you at a substantial disadvantage to your work colleagues and you feel that the generic work objectives are unachievable you MUST bring it to the attention of your Team Leader at your appraisal.
If you feel your disability has not been adequately considered when your Objectives were set DO NOT AGREE THEM. You have the right to challenge the decision and, if necessary, raise a grievance through the DWP Grievance Policy.
PDS Guidance states:
Adjustments to policy, procedure or practice need to be considered in the following:
- Recruitment and selection.
- Appraisal and Promotion.
Where appropriate, take into account an employee’s disability or working pattern (see Question 3 and Question 6 in Advice) “Objectives should give the employee the same opportunity to meet or exceed their objectives as any other employee, taking into account their disability”.
“If a generic framework of objectives is used, managers should ensure that they make reasonable adjustments for employees with a disability. This is so they have equal opportunity to achieve all performance levels”.
Reasonable Adjustments
A request to revise Objectives to reflect an individual disability is a request for a reasonable adjustment. , which is a requirement under PDS guidance and the DDA. A refusal to do so can be regarded as discriminatory.
Attendance and Objectives
Disabled staff should not be disadvantaged if their attendance suffers because they are ill. Managers are advised that poor attendance (i.e. numbers of days off) must not be used as criteria to influence a PDS marking.
“If an attendance objective is used, we recommend one that expects the employee to comply with attendance management processes, for example Keeping in Touch, but not one that includes a numerical target for attendance”.
Your Rights
The Department has legal obligations to its disabled staff which include adherence to the Disability Discrimination Act (DDA), Disability Equality Duty and specific guidance regarding staff with disabilities.
If you feel you have been treated unfairly and you cannot agree your Objectives with your Manager you have the right to raise a grievance.
